Russell Cropanzano
Biographic Data
| ID | 629338 |
|---|---|
| NAME | Russell Cropanzano |
| GIVEN NAMES | Russell |
| FAMILY NAME | Cropanzano |
| SIGNATURE | CROPANZANO R |
| AFFILIATIONS | University of Arizona |
| ORCID | 0000-0002-2557-8402 |
| VERIFIED | Yes |
| TOTAL WORKS | 51 |
| TOTAL CITATIONS | 181 |
| AUTHOR COUNT | 49 |
| EDITOR COUNT | 2 |
| FIRST PUBLICATION YEAR | 1987 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 8 |
The Relationship of Overall Justice to Flourishing and Job Performance
The organizational psychology of gig work
This article reviews the individual and organizational implications of gig work using the emerging psychological contract between gig workers and employing organizations as a lens. We first examine extant definitions of gig work and provide a conceptually clear definition. We then outline why both organizations and individuals may prefer gig work, offer an in-depth analysis of the ways in which the traditional psychological contract has been alte…
What Henri Fayol couldn’t know
Historically, management revolved around supervising employees within fixed organizational boundaries. Today’s blended workforce, comprising both traditional employees and a growing reliance on external labor, demands a recalibration of managerial approaches. Drawing on Henri Fayol’s seminal management functions—planning, organizing, leading, and controlling—we explore the evolution of these functions and their changing implications for modern ma…
The Cambridge Handbook of Workplace Affect
Are you struggling to improve a hostile or uncomfortable environment at work, or interested in how such tension can arise? Experts in organizational psychology, management science, social psychology, and communication science show you how to implement interventions and programs to manage workplace emotion. The connection between workplace affect and relevant challenges in our society, such as diversity and technological changes, is undeniable; th…
How do people judge fairness in supervisor and peer relationships? Another assessment of the dimensions of justice
The ultimate goal of organizational justice research is to help create fairer workplaces. This goal may have been slowed by an inattention to the criteria that workers themselves use to ascertain what they believe is fair. Referred to as ‘justice rules’, these were originally determined by theoretical considerations and organized in four dimensions (distributive, procedural, interpersonal and informational justice). There have been few attempts t…
Cambridge Handbook of Workplace Affect
Social Exchange Theory
Social exchange theory is one of the most prominent conceptual perspectives in management, as well as related fields like sociology and social psychology. An important criticism of social exchange theory; however, is that it lacks sufficient theoretical precision, and thus has limited utility. Scholars who apply social exchange theory are able to explain many social phenomena in post hoc manner but are severely limited in their ability to make us…
Affective Events and the Development of Leader-Member Exchange
We propose that consideration of affective events theory can enrich our understanding of leader-member exchange (LMX) development. Drawing from previous research, we argue that high-quality LMX relationships progress through three stages: role taking, role making, and role routinization. Affective events theory indicates that emotions are relevant at each of these three stages, although their influence is manifested in different ways and at diffe…
The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings
We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relation…
Organizational Justice
Distributive Justice
This chapter starts with brief discussions of the whens and whys of justice reasoning and acting, after which descriptions of several distributive justice theories are provided. These are analyzed ...
The Third-Party Perspective of (In)justice
Oxford Handbook of Justice in the Workplace
"Justice is everyone's concern. It plays a critical role in organizational success and promotes the quality of employees' working lives. For these reasons, understanding the nature of justice has become a prominent goal among scholars of organizational behavior. As research in organizational justice has proliferated, a need has emerged for scholars to integrate literature across disciplines. Offering the most thorough discussion of organizational…
Overall Justice
Expanding the Horizons of Social Justice Research
Good acting requires a good cast
This study proposes and tests a meso-level model of deep acting in work teams that draws on emotional contagion theory to explain how shared means of complying with display rules can arise in work teams. We argue that the presence of influential deep actors can lead to greater convergence (lower dispersion) on individual deep acting in the team. That is, team members behave more similarly. When a team has greater convergence, deep acting by indiv…
Justice” and “fairness” are not the same thing
Organizational justice researchers tend to treat as synonyms the terms “justice” and “fairness”. We discuss different definitional arguments, concluding that these two concepts are distinct. Justice should be defined as adherence to rules of conduct, whereas fairness should be defined as individuals' moral evaluations of this conduct. Copyright © 2014 John Wiley & Sons, Ltd
Voice and Culture
The present study examines the congruence of individuals' minimum preferred amounts of voice with the prospect theory value function across nine countries. Accounting for previously ignored minimum preferred amounts of voice and actual voice amounts integral to testing the steepness of gain and loss functions explicated in prospect theory, we use curve fitting to show that ratings of procedural justice fit prospect theory's value function specifi…
Organizational justice
Both organizational justice and behavioural ethics are concerned with questions of ‘right and wrong’ in the context of work organizations. Until recently they have developed largely independently of each other, choosing to focus on subtly different concerns, constructs and research questions. The last few years have, however, witnessed a significant growth in theoretical and empirical research integrating these closely related academic specialiti…
Justice in the Workplace
Justice in the Workplace acts as a central reference point for application of organizational justice and helps human resource managers relate the importance of justice to their work environments. Forming much of this book's content, outcomes, processes, and interpersonal treatment are three powerful tools for building and maintaining workplace justice. In Part I these books are discussed at a theoretical level. Part II applies these theories to s…
Social Exchange Theory, Exchange Resources, and Interpersonal Relationships
Organizational neuroscience
We review and discuss an Organizational Neuroscience perspective on management science research. Reviewing recent findings in the brain sciences, we provide concrete examples of how an organizational neuroscience perspective can advance organizational behavior research. We conclude that this new paradigm offers powerful insights and tools that complement traditional organizational research. Copyright © 2010 John Wiley & Sons, Ltd
How and why terrorism corrupts the consistency principle of organizational justice
We examined the impact of terrorism on the administration of organizational justice. Based on Terror Management Theory (TMT), it was hypothesized that punishment of deviance would change following an act of terrorism. Specifically, deviant individuals who committed an act high in moral severity would receive more extreme punishment after a terrorist attack than they would have received prior to this incident—thereby compromising consistency in th…
Death awareness and organizational behavior
This Incubator introduces scholars to death awareness research. We explicate how mortality salience can be studied in conjunction with workplace behavior. Using the Terror Management Theory (TMT) framework, we explore morality salience in combination with several workplace phenomena, including aggression, discrimination, and punishment; and, several ideas for future research are suggested. Copyright © 2010 John Wiley & Sons, Ltd
Fairness theory
Deontic justice
Dispositional affectivity as a predictor of work attitudes and job performance
Previous research has shown that dispositional negative affect (NA) is associated with lower levels of job satisfaction. Little research has been conducted, however, on other organizational implications of negative affect or on the potential effects of dispositional positive affect (PA). The present studies examined the relationship of both positive and negative affectivity to organizational commitment, turnover intentions, global job satisfactio…
Procedural Justice, Outcome Favorability and Emotion
Organizational justice, voluntary learning behavior, and job performance
This paper presents and tests an integrative model of voluntary learning behavior. Drawing on social exchange theory, we argue that individuals are more likely to pursue learning activities when they identify with their employing organization and have a high quality leader–member exchange (LMX) relationship with their supervisor. We further argue that organizational identification is enhanced by both distributive and procedural fairness, whereas …
Justice” and “fairness” are not the same thing
Organizational justice researchers tend to treat as synonyms the terms “justice” and “fairness”. We discuss different definitional arguments, concluding that these two concepts are distinct. Justice should be defined as adherence to rules of conduct, whereas fairness should be defined as individuals' moral evaluations of this conduct. Copyright © 2014 John Wiley & Sons, Ltd
Organizational neuroscience
We review and discuss an Organizational Neuroscience perspective on management science research. Reviewing recent findings in the brain sciences, we provide concrete examples of how an organizational neuroscience perspective can advance organizational behavior research. We conclude that this new paradigm offers powerful insights and tools that complement traditional organizational research. Copyright © 2010 John Wiley & Sons, Ltd
Cognitive operations associated with individual differences in affect intensity
Self‐interest
This paper explores the concept of self‐interest. Taking a multi‐disciplinary perspective, we discuss and critique various definitions of this phenomenon. We argue that self‐interest is an important human motive. However, we also emphasize that other human motives exist. These include empathy toward others and adherence to moral duty. Copyright © 2005 John Wiley & Sons, Ltd
How do people judge fairness in supervisor and peer relationships? Another assessment of the dimensions of justice
The ultimate goal of organizational justice research is to help create fairer workplaces. This goal may have been slowed by an inattention to the criteria that workers themselves use to ascertain what they believe is fair. Referred to as ‘justice rules’, these were originally determined by theoretical considerations and organized in four dimensions (distributive, procedural, interpersonal and informational justice). There have been few attempts t…
Organizational justice
Both organizational justice and behavioural ethics are concerned with questions of ‘right and wrong’ in the context of work organizations. Until recently they have developed largely independently of each other, choosing to focus on subtly different concerns, constructs and research questions. The last few years have, however, witnessed a significant growth in theoretical and empirical research integrating these closely related academic specialiti…
Good acting requires a good cast
This study proposes and tests a meso-level model of deep acting in work teams that draws on emotional contagion theory to explain how shared means of complying with display rules can arise in work teams. We argue that the presence of influential deep actors can lead to greater convergence (lower dispersion) on individual deep acting in the team. That is, team members behave more similarly. When a team has greater convergence, deep acting by indiv…
The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings
We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relation…
Death awareness and organizational behavior
This Incubator introduces scholars to death awareness research. We explicate how mortality salience can be studied in conjunction with workplace behavior. Using the Terror Management Theory (TMT) framework, we explore morality salience in combination with several workplace phenomena, including aggression, discrimination, and punishment; and, several ideas for future research are suggested. Copyright © 2010 John Wiley & Sons, Ltd
Expanding the Horizons of Social Justice Research
How and why terrorism corrupts the consistency principle of organizational justice
We examined the impact of terrorism on the administration of organizational justice. Based on Terror Management Theory (TMT), it was hypothesized that punishment of deviance would change following an act of terrorism. Specifically, deviant individuals who committed an act high in moral severity would receive more extreme punishment after a terrorist attack than they would have received prior to this incident—thereby compromising consistency in th…
The role of employee psychological well‐being in cardiovascular health
Consistent with the emerging positive agenda in organizations, the present research examines the role of psychological well‐being (PWB) in predicting employee cardiovascular health. We tested this possibility in a sample of 113 supervisory level personnel employed by a medium‐sized (500 employees) public sector organization in California. More specifically, while neither diastolic blood pressure (DBP) ( r = .09, ns, 95%CI = −0.11 to 0.28) or syst…
Voice and Culture
The present study examines the congruence of individuals' minimum preferred amounts of voice with the prospect theory value function across nine countries. Accounting for previously ignored minimum preferred amounts of voice and actual voice amounts integral to testing the steepness of gain and loss functions explicated in prospect theory, we use curve fitting to show that ratings of procedural justice fit prospect theory's value function specifi…
Gender Discrimination May Be Worse Than You Think
The authors reanalyze the data of a study by S. M. Elias and R. J. Loomis (2004), which aimed to determine how an instructor's gender may influence his or her ability to gain student compliance. S. M. Elias and R. J. Loomis observed few significant gender effects using traditional multivariate analyses of variance. The authors reanalyze this data using the more appropriate statistical techniques for detecting ordinal interactions recommended by M…
Cognitive operations associated with individual differences in affect intensity
Focus of attention and locus of control as moderators of fraternal justice effects
Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance.
Although management of drug testing programs is becoming a critical organizational issue, no systematic conceptual framework has been applied to the study of employee reactions to drug testing. In this study an organizational justice framework was used to explain and predict the relationships among two types of justice (procedural justice and outcome fairness) employee attitudes (job satisfaction, commitment, and management trust), and behavior (…
Dispositional affectivity as a predictor of work attitudes and job performance
Previous research has shown that dispositional negative affect (NA) is associated with lower levels of job satisfaction. Little research has been conducted, however, on other organizational implications of negative affect or on the potential effects of dispositional positive affect (PA). The present studies examined the relationship of both positive and negative affectivity to organizational commitment, turnover intentions, global job satisfactio…
Organizational change and drug‐free workplaces
The relationship of organizational politics and support to work behaviors, attitudes, and stress
The purpose of this paper is to report two studies that investigated the consequences of organizational politics and organizational support on two separate samples of employees. Study 1 surveys 69 full-time employees, while Study 2's sample includes 185 part-time workers. Four major findings were observed. First, the present studies replicated prior findings concerning the relationships of politics and support to such variables as withdrawal beha…
Organizational Justice and Human Resource Management
'Folger and Cropanzano point to the pervasiveness of justice considerations in organizational behaviour. [They] are successful in presenting a framework focusing on accountability for events and on well-being. The theory presented emphasizes the distinctions between an event's negative impact and whether someone is held accountable for that event. [The authors] are convincing when they present the relevant theories of organizational justice. In s…
Emotional exhaustion as a predictor of job performance and voluntary turnover.
Recent research suggests that a better understanding of emotional exhaustion requires the development of new theoretical perspectives. To that end, with the conservation of resources model (COR) as the theoretical framework, the present 1-year longitudinal study was undertaken. Composed of 52 social welfare workers, this research examined the relationship of emotional exhaustion to job satisfaction, voluntary turnover, and job performance. Positi…
Effects of justice conditions on discrete emotions.
Research on organizational justice typically focuses on attitudinal, cognitive, or behavioral outcomes. Emotional reactions to justice have been suggested but not studied. The emotional appraisal literature provides a framework within which to analyze emotional reactions to just and unjust events. Undergraduates (67 females and 55 males) were randomly assigned to conditions crossing either a positive or negative outcome and a procedure which was …
The Conservation of Resources Model Applied to Work–Family Conflict and Strain
Organizational politics and organizational support as predictors of work attitudes, job performance, and organizational citizenship behavior
This study investigated the relationship of organizational politics and organizational support to various work attitudes and behaviors among a field sample of 128 participants. Consistent with our hypothesis, politics and support were related to job satisfaction, commitment, turnover intentions, and supervisor ratings of organizational citizenship behaviors. However, only support was related to job performance. We also examined whether or not org…
Psychological well-being and job satisfaction as predictors of job performance.
Procedural Justice, Outcome Favorability and Emotion
Moral Virtues, Fairness Heuristics, Social Entities, and Other Denizens of Organizational Justice
Using Social Exchange Theory to Distinguish Procedural from Interactional Justice
Organizational justice researchers have long debated the distinction between procedural and interactional justice. Recently, several researchers have proposed that procedural and interactional justice can be distinguished from one another using social exchange theory. In particular, procedural justice applies more to the exchange between the individual and employing organization, whereas interactional justice generally refers to the exchange betw…
The mediating effects of social exchange relationships in predicting workplace outcomes from multifoci organizational justice
The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors.
The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by or…
Deontic justice
Social Exchange Theory
Social exchange theory (SET) is one the most influential conceptual paradigms in organizational behavior. Despite its usefulness, theoretical ambiguities within SET remain. As a consequence, tests of the model, as well as its applications, tend to rely on an incompletely specified set of ideas. The authors address conceptual difficulties and highlight areas in need of additional research. In so doing, they pay special attention to four issues: (a…
Self‐interest
This paper explores the concept of self‐interest. Taking a multi‐disciplinary perspective, we discuss and critique various definitions of this phenomenon. We argue that self‐interest is an important human motive. However, we also emphasize that other human motives exist. These include empathy toward others and adherence to moral duty. Copyright © 2005 John Wiley & Sons, Ltd
Chapitre 1. La justice organisationnelle
Gender Discrimination May Be Worse Than You Think
The authors reanalyze the data of a study by S. M. Elias and R. J. Loomis (2004), which aimed to determine how an instructor's gender may influence his or her ability to gain student compliance. S. M. Elias and R. J. Loomis observed few significant gender effects using traditional multivariate analyses of variance. The authors reanalyze this data using the more appropriate statistical techniques for detecting ordinal interactions recommended by M…
The Management of Organizational Justice
Executive Overview Organizational justice has the potential to create powerful benefits for organizations and employees alike. These include greater trust and commitment, improved job performance, more helpful citizenship behaviors, improved customer satisfaction, and diminished conflict. We demonstrate the management of organizational justice with some suggestions for building fairness into widely used managerial activities. These include hiring…
The moderating role of employee positive well being on the relation between job satisfaction and job performance.
This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r=.36, p<.01, 95% CI=.18 to .52) and psychological well-being (PWB; r=.43, p<.01, 95% CI=.26 to .58) were associated with supervisory performance ratings. Using F…
The role of employee psychological well‐being in cardiovascular health
Consistent with the emerging positive agenda in organizations, the present research examines the role of psychological well‐being (PWB) in predicting employee cardiovascular health. We tested this possibility in a sample of 113 supervisory level personnel employed by a medium‐sized (500 employees) public sector organization in California. More specifically, while neither diastolic blood pressure (DBP) ( r = .09, ns, 95%CI = −0.11 to 0.28) or syst…
Psychology (41 works) · Social Psychology (32 works) · Political science (27 works) · Job Satisfaction and Organizational Behavior (26 works) · Economic Justice (23 works) · Organizational commitment (19 works) · Social Psychology (18 works) · Law (17 works) · Sociology (17 works) · Organizational justice (14 works)